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Date: January 24thTime: 1:00 PM - 1:45 PM ESTFacebook reaching 1 Billion users in October 2012, it's no surprise that the social network is a popular destination for recruiters. While some have been using the tool to their advantage for years, many aren't sure where to begin and how to build their strategy. This session will cover:How to setup and optimize your pageThe importance of defining your target audienceThree categories of content that can be used on FacebookSome basic ways to recruit…See More

"Tiffany's advice is great. If you do consider hiring someone on a permanent basis, try and look at the future hiring needs anticipated AND what other skills the person might bring. For example, during the peak hiring times it might be someone…"

"A contract recruiter or contingent may be able to help you right now. That way, when the recruiting slows down, you have no commitment. If you go the contract/contingent route, make sure you use a firm/contractor that specializes in .net engineers.…"

"LinkedIn is a good tool to use as would be existing relationships with candidates. Usually, companies specialize in a technology (or grouping) and maintain their relationships accordingly. Like in our case, resources are spread equally between…"

I work for a consulting company that has gone from 30 employees to 90, and 1 location to 3 in the last 2.5 years (been in business for 13). Despite this rapid rate of growth, we've frequently had positions that go unfilled because we are unable to find the right people fast enough. Our positions are difficult to fill- we're looking for the very best .Net Software Engineers, which are in high demand right now.It takes a very personalized, long term relationship building approach to hire the…See More

"I would like to see usability improved on core functions-- streamline the tasks that recruiters spend the most time on - adding resumes, updating records, logging activities.
Ability to create better custom reports- pipeline of candidates across job…"

"This is a concerning question-- It sounds like there is pressure from the business/hiring managers to seriously limit the time you spend talking to candidates. As a recruiter, that's your job! If you can't take the time to get to know your…"

"Hi Jasen,
I went through the same review several months back and ended up choosing CATS because it is cost effective, user friendly, and simplifies many tasks.
I found that it offered many of the same features as the larger ATS'…"

Amy's Blog

How do you manage your (unqualified) job applicants in a time-effective, courteous manner?

In my current position there are just far too many applicants to be able to personally respond to each of them, even if it's just sending out template email. So many are unqualified or have limited work permit approval in the US.. so we don't want them all going into our ATS.

But as someone who's applied for a job and received no response, I know that…

I would love to give exact feedback to every candidate, but unfortunately it seems like anything somewhat specific opens you up to discrimination lawsuits or candidate backlash. I try to be as specific as possible but ultimately it's my job to protect the company.

Candidates who were declined have a tendency to interpret feedback as unfair, "fixable" or something that is up for debate, irrelevant, or…